Social Media for HR

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My slides from my January 19th 2012 presentation for London's HRPA Chapter, on Social Media and HR. How to create HR magic with social media

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Social Media for HR

  1. 1. SOCIAL MEDIA AND HRCreate magic for your organization and yourself
  2. 2. DISCUSSION• WHAT’S THE BIG DEAL ABOUT SOCIAL MEDIA?• SOCIAL MEDIA MAGIC IN BUSINESS• SOCIAL MEDIA MAGIC FOR HUMAN RESOURCES• SOCIAL MEDIA MAGIC FOR YOU
  3. 3. Source: http://www.searchenginejournal.com/the-growth-of-social-media-an-infographic/32788/
  4. 4. Source: http://www.searchenginejournal.com/the-growth-of-social-media-an-infographic/32788/
  5. 5. Source: http://mashable.com/2012/01/10/facebook-profile-safety/
  6. 6. Your Customers Your Employees Your Company YourselfEVERYONE HAS A VOICE.
  7. 7. THE FEAR OF SOCIAL MEDIA IN BUSINESS
  8. 8. 51 % of companies fear that social mediacould be detrimental to employee productivity 49% of companies fear that employees’ use of social media could damage their reputation41% of global executives cite leaked confidentialinformation as the greatest online threat tocompany reputation 15% of workers in the US say that if their employer did something they didn’t agree with, they’d comment online Sources: Ethos Business Law/Russell Herder Social Media Study 2009, Weber Shandwick’s Safeguarding Reputation™
  9. 9. You cannot silence your customersPic via flickr user seanrogers1
  10. 10. You cannot hide Pic via flickr user corrieb
  11. 11. Technology and social tools willcontinue to growas Digital Nativescontinue to enter the workforce
  12. 12. Innovative workplaces aregrabbing the bullby the horns and creating magic Pic via flickr user sarah&thespider
  13. 13. SOCIAL MEDIA MAGIC IN BUSINESS
  14. 14. A mystarbucksidea
  15. 15. YOUTUBE
  16. 16. SOCIAL MEDIA MAGIC IS CREATED WHEN YOU LISTEN ENGAGE CONNECT
  17. 17. SOCIAL MEDIA MAGIC FOR HR
  18. 18. PROTECTION• Policy• Communication• Training• Transparent, Trusting Culture Pic via flickr user ||read||
  19. 19. POLICY TIPS• Cross functional team (IT, Marketing, Operations, Legal etc)• Include: • Reference to other relevant policies (eg. Harassment, Computer Use, Customer Interaction) • Rules for participation in company / employee social media • “My opinions are my own” caveat for participation in public social media • Common sense / good judgment • What is impermissible (confidential info, derogatory comments, copyrights, etc) • Consequences
  20. 20. Best Buy“Be smart. Be respectful. Be human.”“Guidelines for functioning in an electronic world are thesame as the values, ethics and confidentiality policiesemployees are expected to live every day, whether you’reTwittering, talking with customers or chatting over theneighbor’s fence.”Clear guidelines for “What you should do” and “What youshould never disclose”“Basically, if you find yourself wondering if you can talkabout something you learned at work – don’t. Follow BestBuy’s policies and live the company’s values andphilosophies. They’re there for a reason.”
  21. 21. Best BuyClear consequences:“You could:• Get fired (and it’s embarrassing to lose your job for something that’s so easily avoided)• Get Best Buy in legal trouble with customers or investors• Cost us the ability to get and keep customers”“Remember, protect the brand, protect yourself”
  22. 22. POLICY COMMUNICATION
  23. 23. SOCIAL MEDIA CASE LAW• EV Logistics v. Retail Wholesale Union, Local 580• Alberta v. Alberta Union of Provincial Employees of Alberta (R. Grievance)• Lougheed Imports Ltd. (West Coast Mazda) v. United Food and Commercial Workers International Union• International Union of Elevator Constructors, Local 50 v ThyssenKrupp Elevator (Canada) Ltd, 2011• Knott Estate v. Sutherland
  24. 24. CREATING HR/WORKPLACEMAGIC WITH SOCIAL MEDIA Talent Acquisition Recognition Performance ManagementEngagement and Collaboration
  25. 25. Tailored to audience Videos, photos, FAQ
  26. 26. Video showing realemployees about job pathOpportunities to connectand receive updatesTwitter feed
  27. 27. Linked to Monster Can apply to jobs from FB Keeps professional and personal FB profile separate Company pages Post jobs to 1st and 2nd level connections for freeBadges forgamification
  28. 28. Import LinkedIn profile Get recommendations Add talentsEmployers can search by talent, proficiency
  29. 29. FB connections Matchcandidates with positions
  30. 30. Example company pageJob seekers can see whothey’re connected to at a company
  31. 31. PublicRecognition
  32. 32. SMALL IMPROVEMENTS Set objectives and track progress
  33. 33. TrackPerformance Reviews
  34. 34. Simple talent tracking
  35. 35. Objectivesand progress Recognition
  36. 36. Peerfeedback
  37. 37. EMAIL VS WIKI
  38. 38. THOUGHTFARMER SOCIAL INTRANET 40,000 pages of content created by employees 90% of employees access 1/week
  39. 39. Wiki collaboration Search topics Questions, Events, PollsRecognition
  40. 40. Create your own mobile app
  41. 41. Virtual worlds for training
  42. 42. SOCIAL MEDIA MAGIC FOR YOU
  43. 43. IT STARTED WITH A PERSONAL CRISIS
  44. 44. RESEARCH MAGIC
  45. 45. LEARNING MAGIC
  46. 46. SPONTANEOUS TWITTER MAGIC
  47. 47. SOCIALGOODMAGIC
  48. 48. “Civilizations have clashed in an unexpected way thisyear, as ordinary people using Facebook andTwitter knocked down dictators in Tunisia, Egyptand Libya. Social might is now moving toward yourcompany. We have entered the age of empoweredindividuals, who use potent new technologies andharness social media to organize themselves… toforce you to listen to what they care about and todemand respect. Both your customers and youremployees have started marching in this burgeoningsocial media multitude, and you’d better get out oftheir way–or learn to embrace them.”- David Kirkpatrick, Forbes
  49. 49. For links to examples & to Join Pam in Toronto this Fall atconnect with Pam go toPamross.ca/innovativehrFollow Pam on twitter:@pamelamaerossJoin the Impact99 Facebookgroup to continue thediscussion about innovative HR

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